Guide
Handle the aftermath, for the team and for you
Manage what happens next, for the remaining team, the departing employee, and yourself.
Communicate with the team promptly
A short, respectful message to the team, without oversharing private details, prevents rumours from filling the silence.
Redistribute the work deliberately
Don't just let remaining tasks fall wherever. A clear, brief plan for covering the gap reduces stress on the rest of the team.
Reflect honestly on what happened
Was it a hiring mismatch, an onboarding gap, unclear expectations? Being honest with yourself about the cause helps avoid repeating it.
Give yourself a moment too
Letting someone go is genuinely hard, even when it's the right call. It's reasonable to acknowledge that instead of moving straight on to the next task.
That’s the whole thing.
Keep going
What to read next
- 01
Letting Someone Go
Know when it's time to let someone go
Recognise the signs that a role genuinely isn't working, rather than hoping it resolves itself.
- 02
Letting Someone Go
Prepare properly before the conversation
Get the practical and human details right before you sit down to let someone go.
- 03
Letting Someone Go
Have the conversation with care and clarity
Deliver difficult news directly and respectfully, without dragging it out or softening it into confusion.